Category: Clients

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Agility Unleashed: How to Future-Proof Your Team Culture

Change is everywhere, and, for organisations, agility isn’t just a trend—it’s essential for survival. But what does true agility look like?

It’s not about chasing the latest management fad or running endless workshops.

Real agility is about shifting how we think, work, and grow, together.

What Agility Really Means:

Agility isn’t just moving faster. It’s about sensing change, processing it quickly, and responding with precision.

This takes two things: the right mindset and the right skills.

An “agility mindset” means being curious, experimenting, and collaborating. It’s about seeing challenges as opportunities and learning from failure.

 “Agility capabilities” are the practical skills, like cross-functional teamwork, rapid decision-making, and adaptive leadership, that turn that mindset into action.

Why Agility Efforts Can Fail:

Too often, organisations treat agility as a one-off project. They launch new values or reorganise teams, but people soon slip back into old habits.

Why? Because agility isn’t something you install—it’s something you nurture, every day, through consistent behaviours and real leadership commitment.

Create a Safe Space for Ideas:

Encourage your team to speak up, share bold ideas, and take smart risks without fear of blame. Celebrate learning from mistakes, invite diverse perspectives, and support those who challenge the norm.

Champion Growth and Adaptability:

Don’t just reward expertise, reward learning and adaptability. Make sure your systems and job descriptions value what people can become, not just what they’ve done.

Encourage Healthy Stretching:

Growth happens when teams step outside their comfort zones, but not so far that they feel overwhelmed. Support your team in experimenting, tackling new challenges, and admitting when they don’t have all the answers. Progress comes from trying, learning, and adjusting together.

Hire for Learning, Not Just Experience:

Look for candidates who learn fast, adapt to change, and solve problems collaboratively—not just those with the perfect resume.

Break Down Silos:

Rotate people across departments, mix up project teams, and create communities that cross boundaries.

Make Feedback Continuous:

Replace annual reviews with ongoing conversations and real-time feedback. Make sure information flows quickly and action follows.

Develop Adaptive Leaders:

Train leaders to facilitate, ask great questions, and manage uncertainty, not just direct and decide.

Start Small, Measure What Matters:

You don’t need a grand plan to start. Try new approaches with your team, pilot agility practices in one department, or add an agility-focused question to your interviews:

“Can you share an example of a time when you had to quickly learn a new skill or adapt to an unexpected change at work? How did you approach it, and what was the outcome?”

Monitor progress by tracking time from idea to implementation, frequency of cross-team collaboration, and employee confidence in managing change.

The Bottom Line:

Agility isn’t a quick fix—it’s a long game.

There will be setbacks, but organisations that commit to building both mindset and capability don’t just survive—they shape the future.

The culture you create today is the organisation you’ll become tomorrow. What’s one step you can take this week to make your team more agile?

If you’d like some help on how to get started, contact us today for a free, initial chat.

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Talent Retention: Keeping Your Best People in a Competitive Market

As we approach the end of the year, many organisations are reflecting on their biggest asset: their people. In a market where top talent is in high demand and opportunities abound, retaining your best employees is more critical, and more challenging, than ever.

Why Retention Matters Now

The cost of losing a high-performing employee goes far beyond recruitment expenses. It impacts team morale, disrupts projects, and can even affect your employer brand. With skills shortages in many sectors and employees re-evaluating their priorities, proactive retention strategies are essential.

Conduct Stay Interviews, Not Just Exit Interviews

Exit interviews offer insight into why people leave. Stay interviews help you understand why your top performers stay. They also reveal what might tempt them to leave. Schedule one-on-one conversations focused on:

  • What motivates them at work
  • What challenges they face
  • How they see their future at your organisation

Use this feedback to address concerns before they become reasons to leave.

Recognise and Reward Contributions

Recognition doesn’t always have to be monetary. Publicly acknowledging achievements, offering growth opportunities, and providing meaningful feedback can go a long way. Consider:

  • End-of-year awards or shout-outs
  • Personalised thank-you notes from leadership
  • Opportunities for skill development or new projects

Offer Flexibility and Support Wellbeing

The past few years have shown that flexibility is a top priority for many employees. You can stand out by offering hybrid work, flexible hours, or additional wellbeing resources. Showing you care about work-life balance can set you apart from competitors.

Invest in Career Development

High performers don’t just want a job; they want a future. Provide clear pathways for advancement, mentorship programmes, and access to training. Regularly discuss career goals and help employees map out their next steps within your organisation.

Communicate Transparently About the Future

Uncertainty can drive people to look elsewhere. Keep your team informed about company goals, changes, and successes. Invite feedback and involve employees in shaping the future.

Final Thoughts

Retaining your best people isn’t about grand gestures—it’s about consistent, genuine engagement. As you plan for the new year, make talent retention a strategic priority. Your people are your competitive advantage; invest in them, and they’ll invest in you.

Contact us today for to have an initial chat about this or any other HR or recruitment support you may need.

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The Art of the Interview Conversation — Moving Beyond Q&A to Real Dialogue

In today’s competitive talent landscape, the interview is no longer just a checklist of questions and answers. It’s a conversation — a dynamic exchange that reveals not only a candidate’s qualifications but also their personality, values, and potential cultural fit. At its best, an interview is a mutual discovery process, where both parties walk away with deeper insight and clarity.

Why Traditional Interviews Fall Short

The classic interview format often consists of rigid questions and rehearsed answers. This format often fails to uncover the nuances that make a candidate truly exceptional. It can feel transactional, impersonal, and even intimidating. Candidates may focus on saying what they think the interviewer wants to hear, rather than expressing their authentic selves.

This approach also limits the interviewer’s ability to assess soft skills, emotional intelligence, and adaptability — qualities that are increasingly vital in today’s collaborative and fast-changing work environments.

Embracing the Interview as a Dialogue

Transforming the interview into a conversation shifts the dynamic from interrogation to connection. Here’s how:

  1. Start with Warmth:
    Set the tone with a genuine welcome. A few minutes of informal chat can ease nerves and build rapport. This isn’t just small talk — it’s a signal that you value the person, not just the résumé.
  2. Ask Open-Ended Questions:
    Instead of asking, “Tell me about a time you handled conflict,” try using, “What’s your approach to navigating team disagreements?” This invites reflection and storytelling, revealing thought processes and interpersonal style.
  3. Listen Actively:
    Great interviewers listen more than they speak. Pay attention to tone, body language, and what’s not being said. Follow up with thoughtful questions that show you’re engaged and curious.
  4. Share Your Perspective:
    Candidates appreciate transparency. Talk about your team’s culture, challenges, and goals. This creates a two-way street where candidates can assess fit just as much as you do.
  5. Adapt in Real Time:
    Be flexible. If a candidate lights up when discussing a particular project or passion, explore it further. These moments often reveal the most valuable insights.

The Payoff: Better Hires, Stronger Relationships

When interviews become conversations, the results speak for themselves. You uncover richer information, build trust, and create a positive candidate experience — even for those who aren’t ultimately hired. And for those who are, you’ve laid the foundation for a strong working relationship from day one.

Final Thoughts

In recruitment, the human element is everything. By moving beyond Q&A and embracing real dialogue, we elevate the interview from a formality to a meaningful exchange. It’s not just about finding the right person for the job. It’s about discovering the right person for your team, your culture, and your future.

Contact us for a free initial chat if you’d like more support with your interview techniques.

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How AI in Recruitment Is Transforming the Hiring Process

As we continue to explore the evolving role of AI in the workplace, one of its most significant and rapidly advancing areas of impact is how businesses attract, assess, and hire talent. In a world where competition for top candidates is fierce, using AI in recruitment is proving to be a powerful, strategic move.

The Traditional Hiring Challenge

Recruitment has traditionally been a time-consuming and resource-intensive process. HR and recruitment teams often sift through hundreds of resumes. They conduct multiple rounds of interviews, as well as rely heavily on subjective judgments. As a consequence, this approach can lead to unconscious bias. It may also result in inconsistent candidate experiences and missed opportunities to hire top talent.

Enter AI: A Game-Changer in Talent Acquisition

AI is revolutionising recruitment by automating repetitive tasks, enhancing decision-making, as well as improving candidate engagement. Here’s how:

AI-Generated Job Descriptions:

    One of the first steps in hiring, writing job descriptions, is now being improved with the help of generative AI, a type of artificial intelligence that can create new content, like text or images, based on patterns it has learned from existing data.

    This tool can:

    • Analyse existing job postings and industry standards
    • Suggest inclusive and engaging language
    • Tailor descriptions to attract the right talent
    • Ensure alignment with company tone and values

    CV Screening and Shortlisting:

    AI tools can quickly scan thousands of resumes. They pick out the best candidates based on set criteria as a result. With Natural Language Processing (NLP), they understand things like context, skills, and experience—helping reduce mistakes and bias in the process.

    Chatbots for Candidate Engagement:

    AI chatbots deliver real-time responses to candidate queries, schedule interviews, and offer updates on application status. This 24/7 engagement improves the candidate experience as well as freeing up recruiters to focus on strategic tasks.

    Predictive Analytics:

    AI can help predict how likely a candidate is to succeed in a job by looking at past hiring data. It also considers how well the person might perform and add to the company culture. This helps businesses make smarter hiring choices.

    Video Interview Analysis:

    AI can look at video interviews to pick up on things like tone of voice, facial expressions, and body language. While some find this approach controversial, it’s meant to offer deeper insight into a candidate’s personality and how they communicate.

    Reducing Bias:

    When used ethically, AI can help reduce bias by focusing only on a person’s skills and qualifications. Nonetheless, it’s important to make sure the AI itself isn’t biased, which means keeping a close eye on how it’s built and used.

    AI in Onboarding:

    AI doesn’t stop helping once someone’s hired—it also supports the onboarding process. Smart platforms can personalise training, guide new hires through custom learning paths, and also handle paperwork automatically. Chatbots can even answer common questions. This helps new employees feel supported from day one. It lightens the load for HR as well as helping people get up to speed faster.

    Case Studies: AI in Action

    1. HMRC (HM Revenue and Customs)

    HMRC uses AI to make hiring faster and easier, especially for busy roles like customer service. Candidates take online tests and a video interview, which AI reviews to see how well they match Civil Service values. Sometimes, people even get job offers without talking to a person. Inside HMRC, AI also helps HR teams write job ads and study workforce trends. Applicants are encouraged to use AI for brainstorming. They can also make their answers clearer with AI. However, they should not rely on it completely for assessments.

    2. Unilever

    Unilever uses AI to screen entry-level candidates with fun, game-like tests ( gamification) and video interviews. The AI looks at things like facial expressions, tone, and word choice to understand traits like curiosity and emotional intelligence. This has helped Unilever hire faster, cutting the time by 75%, and made their hiring more diverse.

    3. Hilton

    Hilton implemented AI chatbots to handle initial candidate interactions, answer FAQs, and schedule interviews. This has significantly improved candidate engagement and reduced drop-off rates during the application process.

    Benefits of AI in Recruitment:

    • Speed and Efficiency: Automates time-consuming tasks, reducing time-to-hire.
    • Cost Savings: Lowers recruitment costs by minimising manual effort.
    • Improved Quality of Hire: Uses data to match candidates more accurately to roles.
    • Enhanced Candidate Experience: Offers timely communication and a smoother application process.

    Challenges and Considerations of AI in Recruitment:

    Despite its advantages, AI in recruitment is not without challenges:

    • Bias in AI: If the data used to train AI is biased, it can lead to unfair decisions.
    • Privacy Issues: AI needs strong data protection because it handles personal information.
    • Lack of Human Touch: Relying too much on AI can make the hiring process feel cold or impersonal.

    The Future of AI in Recruitment

    As AI grows, it will play a bigger and smarter role in hiring. It’ll work more closely with other HR tools, offer more personalised experiences for candidates, and help improve diversity and inclusion.

    But the real key is balance. AI should support, not replace, human recruiters—helping them hire faster, more fairly, and with better insight.

    If you need further support on this or any other HR or recruitment issue, contact us for an initial chat.

    You can also find out more about AI in the workplace by reading our insights here.

    References:

    [1](https://www.socialtalent.com/blog/socialtalent-news/ai-in-public-sector-recruitment-hmrc-andy-headworth):

    [2](https://webpipl.com/companies-using-ai-for-recruitment):

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    7 Key Skills for the Future Workforce: A Guide for Recruitment Professionals

    The workplace landscape is changing faster than ever before. Rapid advancements in technology are reshaping industries. Shifting workplace dynamics and global events also play a role. It is essential for businesses and employees alike to stay ahead of the curve. For HR and recruitment professionals, understanding the skills that will define tomorrow’s workforce is crucial for sourcing, hiring, and retaining top talent.

    The Key Skills of the Future Workforce

    1. Digital Literacy and Tech Adaptability

    Digital literacy goes beyond basic computer skills.

    As automation and artificial intelligence (AI) continue to transform industries, employees must become proficient in digital tools and emerging technologies. Skills like data analysis, cloud computing, and cybersecurity will be in high demand across various sectors. AI integration will also be important. Understanding how to leverage social media for professional purposes will be crucial, and staying updated with the latest digital trends is essential as well.

    The ability to adapt to new digital platforms quickly will be a fundamental necessity for professionals in all fields.

    2. Critical Thinking and Problem-Solving

    With increasing automation handling routine tasks, human employees will be relied upon for higher-order thinking. The ability to analyse complex situations, assess risks, and develop innovative solutions will be a significant asset. Employers will seek candidates who can make data-driven decisions and solve problems in an ever-changing business landscape.

    3. Emotional Intelligence (EI) and Leadership

    While technology is revolutionising the workplace, human-centric skills remain irreplaceable. Emotional intelligence involves the ability to recognise, understand, and manage one’s own emotions, as well as the emotions of others. High EI is linked to better teamwork, communication, and leadership skills. Employees with strong emotional intelligence can navigate social complexities, resolve conflicts, and build positive relationships in the workplace. This skill is increasingly important as organisations prioritise collaborative and inclusive work environments. Additionally, leadership skills will be essential not just for managers. Employees at all levels need to motivate, mentor, and inspire teams in a hybrid or remote environment.

    4. Adaptability, Flexibility  and Resilience

    The only constant in the modern workplace is change. Professionals who can adapt quickly to new trends, disruptions, and business models will thrive. This involves being open to learning new skills, embracing change, and being capable of pivot strategies as needed.

    Flexibility means being willing to work in different environments. This includes remote, hybrid, or on-site work environments. It also involves adjusting to new workflows and technologies. Resilience is the ability to handle stress. It is essential to recover from setbacks. Staying productive is also crucial. This trait will be valuable for both individuals and organisations looking to stay competitive in an uncertain world.

    5. Lifelong Learning

    The concept of learning is no longer confined to formal education. As industries evolve, employees must continuously update their skills through online courses, certifications, workshops, and self-directed learning. This involves seeking out new learning opportunities, staying curious, and being proactive about professional development. Lifelong learners are more adaptable, innovative, and better prepared to navigate the evolving job landscape.

    6. Cross-Disciplinary Collaboration and Remote Work Efficiency

    The future workplace will emphasise collaboration across departments, disciplines, and even geographical locations. Employees who can work effectively with diverse teams, communicate across cultural boundaries, and manage projects remotely will have a competitive edge. This includes skills in virtual collaboration, time management, and maintaining productivity outside of a traditional office setting.

    7. Green Skills

    As sustainability becomes a priority, skills related to the green economy will be in demand. This includes knowledge of sustainable practices, environmental regulations, and the ability to implement green initiatives. Employees with green skills can help organisations reduce their environmental impact, follow regulations, and develop sustainable products and services. These skills are particularly relevant in industries like renewable energy, construction, and manufacturing.

    What This Means for HR and Recruitment

    HR professionals and recruiters must evolve alongside these workforce trends. Here are some key takeaways:

    • Focus on skills over traditional qualifications: Instead of prioritising degrees and years of experience, assess a candidate’s adaptability. Evaluate their problem-solving ability and willingness to learn.
    • Invest in continuous training and upskilling: Encourage a culture of learning within your organisation. Offer professional development opportunities to employees.
    • Leverage AI and data-driven recruitment strategies: Use technology to recognise top talent based on skills mapping and predictive analytics.
    • Promote workplace flexibility: Hybrid and remote work models are becoming the norm. Companies should support work-life balance, and also enhance digital collaboration.
    • Green Skills: Focus on sustainability in job descriptions and use eco-friendly hiring practices. Train employees in green skills and promote a culture of sustainability.

    Conclusion

    The workforce of the future will be defined by its ability to navigate an ever-changing landscape. HR and recruitment professionals should focus on the skills that matter most. These include digital skills, critical thinking, emotional intelligence, adaptability, lifelong learning, and collaboration. Doing so will guarantee their organisations stay resilient. This focus will keep them competitive in the years to come.

    Are you ready to future-proof your hiring strategy? Get in touch with us today to find the right talent for tomorrow’s workforce.

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    The Rise of Flexible Work: Benefits and Strategies for Success

    In recent years, the way we work has undergone a profound transformation. The traditional 9-to-5 office model is no longer the gold standard, as more businesses and employees embrace the benefits of flexible working. Whether it’s remote work, hybrid schedules, or compressed workweeks, flexibility is quickly becoming the norm—and for good reason. However, some larger organisations, such as Amazon, Boots and Asda, are now requiring head office employees to return to the workplace, reigniting the debate over the best approach to modern work arrangements.

    Changes to UK legislation on 6th April 2024 now mean that employees have a day one right to request flexible working and can make two requests in a 12-month period. Employers must consider a request within 2 months, and cannot refuse unless the employee has been consulted, and only if they can prove it’s due to one of the business reasons set out in the Employments Rights Act 1996.

    The Benefits of Flexible Working

    Increased Productivity

    Contrary to early concerns, studies show that flexible working can boost productivity. Employees who have control over their schedules tend to be more focused and efficient. Without the distractions of a traditional office, many workers find it easier to meet deadlines and complete tasks with higher quality.

    Better Work-Life Balance

    One of the biggest advantages of flexible work is the improvement in work-life balance. Commuting less (or not at all) allows employees to spend more time with family, pursue hobbies, and maintain their wellbeing. This, in turn, leads to happier and more engaged employees.

    Talent Attraction and Retention

    In today’s competitive job market, offering flexibility is a game-changer. Companies that embrace remote and hybrid work are more likely to attract top talent and retain employees for longer. Workers value the freedom to design their schedules, and businesses that support this will see increased loyalty and job satisfaction.

    How Businesses Can Implement Flexibility

    Set Clear Expectations

    For flexible working to succeed, companies must set clear policies. Expectations regarding availability, communication, and deadlines should be well-defined to ensure productivity remains high.

    Ensure Flexibility Meets Business Needs

    While flexible working offers numerous benefits, it must align with business objectives. Employers should evaluate how different flexible work arrangements impact operations, customer service, and overall efficiency. A balance must be struck between employee preferences and business requirements to ensure success.

    For instance, designating specific days for in-office work can enhance team management, development, and collaboration, while allowing employees to work from home where more focussed work is needed. It’s not about choosing one over the other but rather finding a balance based on evidence. A well-structured hybrid model enables businesses to harness the advantages of both remote and in-person work effectively.

    Expand Access to Different Forms of Flexibility

    Despite the common thought that flexible and hybrid working is only suitable for certain industries, expanding access to various forms of flexibility—such as different start and finish times, compressed hours, job-sharing, and shift-swapping—can provide better options for employees across all job roles and sectors.

    Invest in Technology

    Technology plays a crucial role in enabling flexible work. Businesses should provide employees with the right tools—video conferencing, cloud storage, and project management software—to collaborate effectively, regardless of location.

    Focus on Results, Not Hours

    Shifting the focus from hours worked to results achieved is essential. Measuring performance based on outcomes rather than clocking in and out fosters a culture of trust and accountability.

    The Future is Flexible

    The shift towards flexible working is not just a trend—it’s the future of work. However, for it to be truly effective, businesses must prepare properly by setting clear expectations, providing the necessary support, and fostering a culture of trust. Companies that take a structured approach to flexibility—balancing employee needs with business priorities—will benefit from happier employees, increased efficiency, and a stronger workforce. As we move forward, flexibility should be seen not as a perk, but as a necessity for a thriving, modern workplace.

    More information about flexible working can be found by downloading our factsheet

    If you would like to chat to us about any other HR or recruitment issues, please contact us today.

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    Effective Strategies to Prevent Candidate No-Shows in Job Interviews

    One of the most frustrating parts of the hiring process for the manager is when a candidate simply doesn’t show up for their interview. Not only does this waste valuable time, but it also slows down your hiring efforts. Fortunately, there are effective strategies that companies can use to reduce the likelihood of candidate no-shows. Here’s a breakdown of how to keep candidates engaged and committed throughout the interview process.

    1. Set Clear Expectations Early On

    The journey from application to interview should be seamless for candidates. From the very first touchpoint, make sure candidates understand what to expect. This means providing clear communication about the interview process, the format, and who they will meet. By offering detailed information upfront, you reduce uncertainty, which can help increase a candidate’s commitment to showing up.

    2. Personalise Your Communication

    Automated responses might be efficient, but they can feel impersonal. To make candidates feel valued, add a personal touch to your communications. Sending a personalised email from the recruiter or hiring manager shows that you’re genuinely interested in their application. Mention something specific about their background or why you’re excited to meet them. This small gesture can make a big difference in fostering accountability.

    3. Send Timely and Thoughtful Reminders

    Candidates lead busy lives, and sometimes, interviews slip through the cracks. To prevent this, send a reminder email or text message 24 to 48 hours before the interview. Better yet, include an option for the candidate to confirm their attendance with a simple click. This gives them an easy way to notify you if they need to reschedule, and it reinforces the importance of the upcoming meeting.

    4. Create a Positive Candidate Experience

    Making the interview process as candidate friendly as possible can go a long way in preventing no-shows. This starts with flexibility. Offer interview slots that accommodate the candidate’s schedule and be open to rescheduling when necessary. Creating a welcoming and supportive experience shows candidates that your company respects their time and effort, making them more likely to commit to attending.

    5. Maintain Momentum

    Long gaps between stages in the hiring process can lead to candidate disengagement. To keep candidates interested, maintain momentum by moving them through the process quickly and staying in regular communication. Even if there’s no significant update, a quick check-in message can remind them that they’re still on your radar, which helps keep the opportunity top of mind.

    6. Consider a Pre-Interview Call

    A short pre-interview call can be an effective way to ensure commitment. This call doesn’t have to be formal—just a quick check-in to confirm the upcoming interview and answer any last-minute questions. It also gives candidates a chance to reaffirm their interest and lets them know you’re investing time and effort into meeting them.

    7. Offer Virtual Interview Options

    While in-person interviews have their advantages, offering virtual options can make it easier for candidates to attend. Virtual interviews eliminate the hassle of travel and make it possible for candidates to join from anywhere. This flexibility can reduce the risk of no-shows, especially for candidates who may be balancing multiple commitments.

    8. Follow Up on No-Shows

    Even with the best efforts, no-shows can still happen. When they do, it’s important to follow up. A missed interview doesn’t necessarily mean a candidate has lost interest—there could be unforeseen circumstances or simple miscommunication. Reaching out to reschedule shows professionalism and can sometimes turn the situation around.

    Conclusion

    Candidate no-shows are an inevitable part of the hiring process, but they don’t have to be a frequent occurrence. By focusing on clear communication, personalising the candidate experience, and offering flexibility, you can minimize the chances of no-shows and streamline your hiring efforts. Implementing these strategies not only helps keep your schedule intact but also creates a more positive experience for candidates, which reflects well on your company’s brand.

    A Note to Candidates: Why Showing Up Matters

    If you’re a candidate considering skipping an interview, remember that showing up is more than just a formality—it’s an important step in building your professional reputation. Interviews are opportunities to showcase your skills, personality, and enthusiasm for the role. Even if you’re unsure about the position or have second thoughts, attending the interview or communicating your change of plans respectfully is a mark of professionalism. Ghosting an interview not only burns bridges with that company but could impact your future job search, as hiring networks are often more connected than you might think. Showing up—or at least notifying the recruiter if you can’t—keeps doors open for future opportunities.

    For more support on this or any other HR or recruitment topics, contact us today.

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    Before you hit the beach…

    Did you know that September and October are often the busiest months for recruiting?

    If you’re planning to hire new staff after your summer break, let us help you get ahead of the rush by starting the process now. We can assist with job descriptions, adverts, and more.

    Reach out to us today, and we’ll get started right away.

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    How Apprenticeships can shape tomorrow’s workforce

    Apprenticeships combine on-job training with off-job learning and are fast becoming a popular alternative to uni for many younger people. Yet what exactly are the benefits for employers in embarking on this method of recruitment. Read on to discover eight reasons why your business should consider getting onboard.

    1. Tailored Workforce – Apprenticeships allow employers to tailor training programs to meet their specific needs, ensuring that apprentices learn the skills and knowledge required for the business’ operations.
    2. Cost-effective Recruitment and Training – Most businesses have access to Government-funded grants to cover some or all the training costs, and apprentice pay rates can be lower for the first 12 months. You may already be paying an ‘apprentice levy’, which you might as well make use of.
    3. Retention of Talent – Apprentices on a programme are less likely to leave during the period of study, and those who complete their programmes often feel a sense of loyalty to the company for investing in their training. This can lead to higher retention rates and reduced turnover costs.
    4. Increased Productivity – Skilled apprentices contribute to increased productivity in the workplace. As well as this, they can bring fresh perspectives and up-to-date knowledge, for example, digital skills, which can often be lacking in the workplace.
    5. Succession Planning – Apprenticeships help employers develop a pool of talented people who can potentially fill higher-level positions in the future, aiding succession planning.
    6. Improved Company Reputation – Investing in apprenticeships demonstrates a commitment to workforce development and social responsibility. It can enhance the company’s reputation, making it attractive to job seekers.
    7. Diverse Perspectives – Apprenticeship programmes can attract a diverse pool of talent, bringing different perspectives and backgrounds into the workplace, which can be beneficial for creativity and problem-solving.
    8. Compliance and Standards: Apprenticeship programmes are designed by employers within the sector, therefore they align with current industry standards and practises, and ensure the apprentice is armed with the best knowledge and skills. They may even be able to help upskill existing employees.

    While there can be an initial investment in recruiting and training apprentices, the long-term payoff is a highly skilled and loyal workforce, contributing significantly to the business’ success and growth for the future.

    If you’d like to find out more about the ins and outs of recruiting an apprentice, and discuss how to make best use of the funding available, please drop us a note here today and we’ll set up an initial chat.

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    Breaking Barriers: Encouraging Workplace Inclusion for People with Disabilities

    Being an inclusive employer means creating a workplace where every person feels equally valued and respected for their unique skills and abilities, regardless of their background or identity. This includes attracting and welcoming people with disabilities.

    The number of people living with disabilities or long-term health issues, who are not working, is staggering. With approximately 7.7 million people of working age [1] making up this group, it’s incredible that roughly only half of them currently employed. This untapped resource of potential talent represents a missed opportunity for businesses to benefit from the unique perspectives and skills that these people can bring to the table.

    There are many reasons why people with disabilities or long-term health issues may struggle to gain employment. Sometimes the employee feels they may be a burden, and sometimes there is as a lack of understanding on behalf of the employer. It’s common for many employers, particularly smaller, or medium sized businesses, to have a lack of clarity around what accommodations in the workplace can be made or are appropriate.

    Here are some steps you can take to be an inclusive employer and attract people with disabilities:

    1. Educate yourself and your staff on disability issues: This includes learning about disability etiquette, accessibility, and adjustments. Line managers that embrace the importance of building a culture of inclusivity and fully understand the role they play are key, as they will be the ones managing, supporting, and developing employees day-to-day.
    2. Make your workplace accessible: This includes physical accessibility, such as wheelchair ramps and accessible bathrooms, as well as digital accessibility, such as accessible websites and technologies.
    3. Making reasonable adjustments: The Equality Act places a duty on employers to make reasonable adjustments for employees with disabilities. This means that if there are any aspects of a job or workplace that put a disabled employee at a disadvantage, the employer must take steps to address them. Failure to do so can lead to legal repercussions. Some examples might include providing specialised equipment or software, modifying work hours, or altering work duties to better suit the employee’s needs. It’s important to address reasonable adjustments on an individual basis, and not assume that one person’s needs will be the same as those of another with the same condition.
    4. Become a part of the Disability Confident Scheme: This will give you access to support in recruiting, supporting, and retaining people with disabilities, as well as recognition that you are committed to inclusion and diversity, which can be used when advertising for job vacancies.
    5. Consider any barriers before recruiting for a role: It may be necessary to make adjustments at every stage of the process to ensure that all candidates have an equal opportunity to demonstrate their skills and qualifications. By proactively addressing any potential barriers and making necessary adjustments, you can create a more inclusive and fair recruitment process for all candidates.
    6. Recruit from disability networks: Reach out to disability networks and organisations to recruit job candidates with disabilities. This could include job fairs or online job boards specifically for people with disabilities, for example, Evenbreak.
    7. Use inclusive language in job postings: Use inclusive language in your job postings to attract a diverse pool of candidates, avoiding language that could be seen as exclusionary or discriminatory.

    Despite facing challenges, individuals with disabilities offer distinctive perspectives and skills in the workplace. They demonstrate remarkable adaptability, creative problem-solving abilities, and provide fresh approaches to business challenges.

    By creating an inclusive and accommodating workplace, employers can attract a diverse range of skilled workers and promote a culture of respect and fairness. Remember that being an inclusive employer is an ongoing process, and it requires ongoing education and effort.

    If you’d like more advice, or support to recruit from a a broader pool of talent, please drop us a note here today and we’ll set up an initial chat.

    [1] https://assets.publishing.service.gov.uk/media/5fbe437b8fa8f559e0e5cc61/disability-confident-line-managers-guide.pdf

     

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